HR ISSUES

FOR BUSINESS ORGANIZATIONS

 Good staff is always difficult to find

The best and the brightest are always selected by the larger organisations The Challenge: How do you grow your business when good people are hard to find?

HR CHALLENGES
FINDING STAFF MOTIVATING STAFF RETAINING STAFF

HR CHALLENGES
FINDING STAFF MOTIVATING STAFF RETAINING STAFF
Normal Recruitment Processes
Advertisements Agencies Referrals/Contacts Universities

First priority is to have a clear understanding of what the position and its requirements are
Skill set Experience Personality traits

HR CHALLENGES
JOB DESCRIPTION
Clearly define role Reporting lines Authority limits if appropriate breakdown into Categories i.e.: Supervision of personnel Quality control Specify each of the major tasks under the category

HR CHALLENGES
Job descriptions will assist us in developing an understanding of the qualifications and experience required for the job

HR CHALLENGES
Simple Things: Leading by example Work environment friendly and cordial Acknowledgement of efforts Sharing the Vision & Mission Communication Career Planning

HR CHALLENGES
INCENTIVE AND BONUS SCHEMES
Focus must be on achieving company goals and objectives Need regular bonuses to keep staff focussed Employee share schemes Bonuses must not become expected or taken for granted Aim is to provide employees with further incentive to perform

HR CHALLENGES
FEEDBACK ON PERFORMANCE Formal Appraisal System
Must be unbiased and straightforward Able to measure own performance Regular monitoring Counselling/Coaching Setting goals Training & development

HR CHALLENGES

Always a challenge in businesses Financial Packages must be market based or above Offer other non cash incentives Training Responsibility level & experience Incentive Schemes Shareholding for Employees

SELECTING EMPLOYEES
How to select to a Standard? Prepare a job description that is used for
Selection Training Career Planning Developing pay systems Performance appraisal

Identify key performance areas and sample observable behaviours for each

SELECTING EMPLOYEES
How to use valid selection measures:
Check past behaviour
References Previous employers Facts on resume

SELECTING EMPLOYEES
How to use valid selection measures:
Interview
Written list of questions

Covers key areas of job

Use interviews for recording, not judgment

Compare likely candidates with each other

Use panel of judges

SELECTING EMPLOYEES
How to use valid selection measures:
Tests:
Common tests: Aptitude, Skills or Knowledge

Vocational interest
Use tests that demonstrate direct job skills; e.g. typing speed

RETAINING EMPLOYEES
Assessing satisfaction with attitude surveys such as Job Description Index (JDI)
Measures attitude to five facets: supervision, pay, promotions, work, coworkers The use of self-managed teams: Comparing team versus non-team jobs, teams higher on supervision, coworkers and work Teams lower pay

INCENTIVES

Jack Welch
ex-CEO of GE

His ideas on staff recruitment

4 Es 1-P

1. E 2. E 3. Execute ability to get the job done 4. E

Positive dge Make tough decisions

nergy thrive to action Go-go-go

nergise Others Motivate and inspire

4-Es

1. P

assion

1-P

JACK WELCHS IDEAS

Criteria for selecting The Acid Tests
Integrity Intelligence Maturity

Gut Feeling
Reference checks Reputation

Firing Employees

Know What Kind of Person you Need (Personal Requirements)

Listed below are the Top 20 personal requirements that John Maxwell looks for in a potential staff member.

1. 2. 3. 4. 5. 6. 7.

Positive Attitude: the ability to see people and situations in a positive way. High Energy Level: strength & stamina to work hard and not wear down. Personal Warmth: a manner that draws people to them Integrity: trustworthy, good solid character, words and walk are consistent. Responsible: always comes through, no excuse; job delegated-job done. Good Self-Image: feels good about self, others, and life. Mental Horse Power: ability to keep learning as the job expands.

8. 9. 10. 11. 12. 13. 14. 15.

Leadership Ability: has high influence over others. Follower ship Ability: willingness to submit, play team ball, and follow the leaders. Absence of Personal Problems: Personal, family and business life are in order. People Skills: the ability to draw people and develop them. Sense of Humor: enjoys life, fails to take self too seriously. Resilience: able to bounce back when problems arise. Track Record: has experienced and success, hopefully in two or more situations. Great Desire: hungers for growth and personal development.

16.

17. 18.
19. 20.

Self-Discipline: willing to pay the price and handle success. Creative: ability to see solutions and fix problems. Flexibility: not afraid of change; fluid, flows as the organisation grows. See Big Picture: able to look beyond personal interest and see the total picture. Intuitive: able to discern and sense a situation without tangible data.

Know What the Job Requires John Maxwell

A job has certain characteristics that require specific skills and personality traits. These ten general questions will help a leader pick the right person. Does the job require 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. An up-front or a behind the-scenes person? A generalist or a specialist? A producer or a maintainer? A people person or a paper person? A leader or a supporter? A veteran or a rookie? A creative thinker or an abstract thinker? Constant supervision or little supervision? A team player or an individualist? Short-term commitment or long-term commitment?